Are you starting relationships with new hires on the right foot?
To set expectations and avoid problems from the get-go, companies present their new employees with offer letters or hiring letters. But prudent and savvy employers include more in these letters than job title, start date, and gross pay.
Check your hiring letter — does it include these terms?
- Part-time or full-time status
- Expected work schedule and location
- Eligibility for overtime or exempt status (and if exempt, a statement about why)
- At-will Employment statement
- Probationary period (if applicable)
- Benefits, bonuses, and perks
- Management and reporting structure
- Job duties and scope
- Confidentiality requirements
- Legal exceptions to confidentiality
- Responsibility for IT, physical, and cybersecurity
- Work-for-hire provision & assignment of IP
- Acceptance Deadline
- Space for their signature
If any of these sections are missing or not up to date, contact Meyer Business Law, and let’s make sure your eyes are open to the risks you may be running with every new hire.
